Asia’s job landscape is rapidly changing, reflecting the shifting patterns driven largely by Fourth Industrial Revolution (4IR) digital technologies such as automation, artificial intelligence, which are fuelling geopolitical, economic, and even behavioural shifts.
Exacerbated by the coronavirus pandemic, the region’s policymakers, employers, and jobseekers face mounting challenges of how to best navigate a secure path in today’s scenario.
To gain some insights into how people can build a future fit career, HR Asia recently caught up with SEEK Asia CEO Peter Bithos to get his views on the importance of upskilling and reskilling in the digital era.
HR Asia: How would you describe the company’s vision and current objectives?
I joined SEEK Asia in August 2020. As CEO, it is my aim to build on the group’s success and presence over the past 24 years throughout Southeast Asia. It is truly exciting to be a part of fulfilling a purpose in these times, which is essentially about helping people live more fulfilling and productive working lives and helping organisations succeed.
The opportunity to work with so many teams and people across Asia to create step-change growth and an even better experience for our customers is unique and special. With a 24-year pedigree, we combine the two giants in job portal brands, JobsDB and JobStreet, to help facilitate the matching and communication of job opportunities between jobseekers and employers.
HR Asia: Given that the effects of the pandemic still being felt throughout the region, what would be your advice to jobseekers?
My advice for jobseekers is for them to continuously upskill and reskill to constantly stay relevant in the fast-evolving employment market.
We foresee that percentages for ‘digital first’ skills and expertise could increase even more due to rising demand for digital tools and processes. Hence, there is an urgent need for people to upskill themselves with knowledge of digital technologies coupled with digital literacy and transferable skills.
On landing ‘jobs that truly matter’, one the best ways for jobseekers to find their ideal roles is, of course, through our platforms JobsDB and JobStreet. I would strongly encourage jobseekers to constantly improve and update your profiles. With just a few small updates, you can significantly improve your competitive advantage and increase your chances of being found by the ideal employer.
Even if you’re not looking for a role, there are benefits to keeping your online profiles updated. For example, you would be able to widen your skillsets through free courses. Employers could also approach you based on your experience and expertise with job opportunities that have yet been advertised. A handy tip is to make a note in your calendar to routinely check it and update it time and again.
As a partner to both jobseekers and employers, our group remains committed to our role in helping rebuild careers and the economy, while revamping the whole employment experience to be more dynamic and relevant. We aspire to be a ‘trusted career partner’, and one which remains committed to innovation, evolution, and great customer value.
HR Asia: How is the group strategically supporting best practices in respect of digital skills enhancement as we move into the 4IR/digital world?
While the pandemic has led to job losses, 4IR technologies are also changing many jobs, and will create many more new jobs. The World Economic Forum (WEF), for example, has noted that each industrial revolution actually increased the number of new jobs, which helped offset obsolete roles. WEF noted that 38% of businesses believe that AI and automation technology will pivot employees towards new roles and that more than 25% of companies envision that automation will drive the creation of new roles.
In countries where we are represented, we also continue to innovate initiatives and programmes to help smooth the transition to the demands of the digital age.
An example of our region-wide commitment is the partnership with the online educational platform LUNA Academy in the Philippines, which opens up access to industry-grade, future-ready skills training with globally recognised partners such as Microsoft, Amazon Web Services, and Alibaba Cloud. Our involvement includes ensuring that all our jobseekers have the opportunities to upskill themselves through the mix of both free and paid online courses offered by the LUNA Academy.
HR Asia: What digital talent growth milestones – achieved in any country in the region – have impressed you?
There have been quite a few successes throughout the region, with most countries making strong efforts to develop a ‘digital first’ workforce given the learning gaps exposed by the pandemic.
One that comes to mind is Malaysia’s initiative to add a critical level of inclusivity by taking in groups across age and location. Some of the interesting programmes initiated in recent years by one the country’s digital economy agencies, Malaysia Digital Economy Corporation (MDEC), include eRezeki, eUsahawan (embracing eCommerce opportunities), GLOW (to encourage participation in the digital economy), and so forth.
HR Asia: Moving forward, what would be your takeaways?
I would urge people to continue to prepare themselves for future roles in a digital environment, despite the impact of the pandemic, and the repercussions on the Southeast Asian economies.
Taking Malaysia again as an example, the recent World Bank report – ‘Aiming High: Navigating the Next Stage of Malaysia’s Development’ – I would reaffirm my advice to people of the urgent need to acquire and strengthen future ready job skills relevant to the 4IR world.
Note that Malaysia’s recent announcements of the Malaysia Digital Economy Blueprint, MyDIGITAL, as well as the recently announced the National Fourth Industrial Revolution (4IR) Policy aim to actively encourage Malaysians to increase digital adoption and lifelong learning to drive recovery and growth.
